Perception of ability-motivation-opportunity oriented HRM practices and organizational commitment: The role of task uncertainty

Business Manager Michał Ujma and Tomasz Ingram
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Business Manager Michał Ujma: Sii Polska Sp. z o.o., al. Niepodległości 69, 02-626 Warszawa, Poland, e-mail: mujma@sii.pl
Tomasz Ingram: Ph.D., Associate Professor, University of Economics in Katowice, Faculty of Economics, Department of Entrepreneurship and Management Innovation, ul. 1-go Maja 50, 40-287 Katowice, Poland, e-mail: tomasz.ingram@ue.katowice.pl

Journal of Entrepreneurship, Management and Innovation, 2019, vol. 15, issue 4, 139-162

Abstract: Using the premises of the Ability-Motivation-Opportunity theory, the main aim of the paper is to answer the question of how HRM practices affect individual commitment considering task uncertainty as for the important moderator of the relationships between HRM practices and commitment. For that purpose, we use data from 164 employees working in 32 teams in international recruitment and selection agency departments located in Poland. We find out that HR practices differently affect organizational commitment. In particular, HR practices focused on fostering employees’ motivation and creating opportunities within organizations positively influence affective commitment, while HR practices focused on fostering employees’ abilities are negatively related to continuance commitment. Further, we also find that task uncertainty significantly moderates the relationship between HR practices and continuance commitment. The study finishes with theoretical and practical implications and future research directions.

Keywords: ability-motivation-opportunity; AMO theory; HRM practices; organizational commitment; task uncertainty (search for similar items in EconPapers)
JEL-codes: M12 M5 (search for similar items in EconPapers)
Date: 2019
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Citations: View citations in EconPapers (1)

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Persistent link: https://EconPapers.repec.org/RePEc:aae:journl:v:15:y:2019:i:4:p:139-162

DOI: 10.7341/20191545

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